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Training and Development   | 4 Min Read

Why Aren't Employees Attending L&D Programs?

Written By Ankur Tandon

According to the research conducted in 2016, most US companies have spent around more than $70 billion on Learning and Development programs. Besides spending so much on employee training, companies fail to engage them. You might be surprised to know that 90% of the new skills are lost and forgotten every year.

What could be the reason?

There could be multiple reasons. Either the companies are busy in focusing on training budget and not on the technology used or probably they fail to make their training sessions interactive, engaging and informative.

Companies need to understand that the budget is not necessarily the only factor that determines the success or failure of L&D programs. It also depends on a lot of other factors including the subject you choose, the tools and technology you use, and the amount of engagement your training program holds.

How to make your L&D programs interesting and highly engaging so that employees are keen to attend them?

Simply choose a relevant training tool and technology that helps you create unique online courses, assessments, surveys, and polls. By creating courses that include a variety of information in different forms, you can quickly build employees’ interest until the end of the program or even further.

However, before you move towards a solution, you need to have a clear idea of why your employees aren’t interested in attending L&D programs. Let's take a look at some of the reasons.

1. Lack of Interest

Most employee training programs fail to succeed due to several reasons such as they lack interest and information required to engage employees, the courses are way too lengthy, and they consist similar information that was provided in the previous sessions. To make sure that your employees attend the training sessions/courses, you need to make them interesting, short, and crisp.

  • Add assessments so that employees are eager to know how much they have absorbed during the session.
  • Include surveys to know whether they like your training programs or not.
  • Allow them to provide feedback regarding your L&D programs.
  • Create your L&D programs in a way that includes a team activity

2. Training Material isn’t Unique


Today we are living in a world that is full of technologies. A whole lot of information is available on your smartphone, ipads, podcasts, desktops in just a single click. Therefore, it becomes difficult to create something unique which is truly original in this content-saturated world. All we can do to make our training programs a bit unique than what is available on the Internet is to pick relevant information from different sources and tweak them according to your course requirement.

  • Choose an exciting topic centered towards collaboration and teamwork
  • Allow exchange of thoughts among online learners/online group discussions
  • Allow employees to take peers’ and experts suggestion on any specific topic
  • Add a psychometric test to make your course slightly different from others

3. Information Overload


Employees deal with a large amount of information daily during their jobs and in such a scenario, absorbing training material is an add-on. Sometimes, these trainings consist of overloaded information that is difficult for employees to retain and they assume that trainings are a total waste of their time. To make sure your employees attend your training programs with interest you need to:

  • Create micro modules to provide focused learning
  • Add audio and video to make your trainings effective and engaging

The training courses with video-based content can not only improve learning but also helps in long-term retention. Share these video-based training with your employees so that whenever they feel that they have forgotten the information, they can re-watch it and implement it in their work-life.

4. Lack of Relevant Technology

Sometimes companies select tools or technology that does not align with the companies’ specific training needs. L&D teams initiate the trainings without any careful planning and right technology which leads to poor employee attendance.  All you can do is research about different technologies, the features they offer, and the benefits they provide.

  • You can choose an LMS set-up
  • Make sure it allows you to track real-time performance and progress of your employees
  • Let you choose themes, designs, and layout of your training courses
  • Allow you to add infographics, audio, video, Gif’s, gamification, and so on to build employee interest for longer
  • The tool must be able to help employees check their progress goals (number of modules done and still pending)

5. L&D Programs aren’t Experimental


Your employees are educated and experienced enough to do their jobs. They don’t want to be controlled. All they need is a little bit of guidance, motivation or a push to work in the right direction. Empower them with the right tools and technology so that they can drive their own results which leads to their personal development and stronger self-confidence.

  • Provide them B2B tech platforms to improve their experience
  • Enable them to better monitor their fitness and general behavior
  • Let them set their goals and track their own performance
  • Provide them with the flexibility to attend the course anytime, anywhere

Wrapping Up

Planning and timing also play a significant role when it comes to building employee engagement. Make sure you create courses that are compatible and responsive to each device be it a smartphone, tablet or desktop so that employees can learn according to their own comfort and pace. All this can be done using the right tools and technology.

So what are you waiting for?

Let’s start creating L&D programs that not only interests employees but also enhances their skills and knowledge.

Topics: Training and Development

Originally published February 01 2019,updated June 29 2019

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